Labour Turnover

PROBLEM AND ITS BACKGROUND
INTRODUCTIONThe way trade and commerce is conducted nowadays has evolved. Everything involving the operations of the organisation demands a more expeditious means of addressing issues and changes in the external environment. Though this apparently would drive weak companies into the verge of exiting the market, the good ones find a way for this intense demand for constant improvement to their advantage. There are some who find a way to make these incessant demands for change trigger the developmental needs of the company. This is especially true in the case of the hospitality industry. In this industry, the focus is more on the service rendered to the public; hence there is a distinct possibility for it to be indistinguishable and interchangeable. Though the external environment has been regarded by numerous organisational studies to be one of the key elements for organisational success, this end could not be achieved without initially having a strong and stable internal environment. This study will focus on that element of the organisation, particularly of Shangri-la Hotels and Resorts. Specifically, the study shall take into consideration the issue of employee turnover in relation to specific human resource management practices provided by these organisations in the hospitality industry. For this chapter, the subsequent parts shall give further details about the intention of this paper. Specifically, the chapter shall provide for the background of the topic, the actual aims and objectives of the organisation, the plan for the study, its rationale, significance to the existing literature, and its scope and limitations.

Background of the TopicThe internal environment provides the foundation on which an organisation establishes a firm base so as the demands of the external environment does not lead it away from its ultimate goals. In the past and existing literature, there are a couple of models on which the internal environment is managed. These two prevailing models include personnel management and human resource management. These models are often used interchangeably and espouse confusion to those unfamiliar with the differences. Personnel management is essentially the more seasoned model than human resource management which imposes key administrative processes in the common organisation. ( 1990, ) The issue on the use of this model is that its potential could only be maximised when the organisation imposes a strict bureaucratic model. (2001) On the other hand, the emergence of human resource management basically uses the same principles as that of personnel management. However, the scope has been broadened to cover elements not limited to the administrative functions of the organisation. These key elements, in relation to human resource management, are now compounded with the consideration of motivation and morale of the employees. (1995, Hence, this addition have made the process more agreeable to the processes of the private sector as the model has veered away from the accepted notion that the people in the organisation are mere elements of the administration.

Aims and ObjectivesHuman resource management has become one of the more important models of management applied in the modern organisation. In this study, a closer look on the labour turnover in the hospitality industry shall be made. Specifically, the conditions surrounding Shangri-La shall be the basis of the discussions in the ensuing chapters. This study intends to establish the relationship of the effective implementation of human resource management and employee turnover in the hospitality industry. In order to carry out this study, the researcher shall carry out the following objectives. · What is the existing employment structure in Shangri-La? · How does Shangri-La practice its human resource management functions? · How do the employees regard the company’s performance in terms of: o ...

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...TOPIC: TURNOVER
Lecturer : Dr. Yusliza Mohd-Yusoff
GROUP MEMBERS
TAN KEAT HOOI
PGSM 016713
1
SAHMINI SIVASARMUGAM
PGSM 014213
ACKNOWLEDGEMENT
In brief story, we present in this review with a great deal of what we have
learned from our studies in topic of turnover. Big thanks to ours lecturer, Dr.
Yusliza, for her guidance in preparing this review.
Many thanks to ours parents, for their unwavering support. Thank you, to
ours friends, family members, who understood why we couldn’t be around or why
we had to skip weekends coffee chat.
2
TABLE OF CONTENTS
Topic
No.
Pages
1.0
Introduction to Turnover Topic Literatures
4
2.0
Reviewed Articles Based on Journal
5
3.0
Reviewed Articles Based on Year of Publication
6
4.0
Reviewed Articles Based on Country
7
5.0
Meaning and Definition of Turnover
7
6.0
Literature on Turnover Intentions
8
6.1
Career Advancement/ Satisfaction and Turnover
Relationship
9
6.2
Theories Related to Satisfaction and Turnover Relationship
10
6.3
Organization Commitment/ Environment and Turnover
Relationship
17
6.4
Job Performance and Turnover Relationship
23
6.5
Training and Flexibility of The Organization and Turnover
Relationship
24
7.0
Reviewed Articles Based on Methodology...

...Nature and significance of recruitment, selection and employee turnover functions in an organisation
“You have joined a service organisation of approximately 5000 employees operating in Australia as the HR Executive, the general manager has asked you to overhaul the current recruitment, selection and employee turnover functions of this organisation because of evidence of poor matching of new employees to their work roles and rising levels of staff turnover. Whilst you have some clear ideas about how this can be achieved, you also have some concerns about pursuing this goal in the short-time, mostly because of the still uncertain outlook for the economy. In essay-format, discuss the nature and significance of recruitment, selection and employee turnover functions in an organisation, how would deal with the perceived problems in these HR functions, and the time frame for achieving your goal relative to uncertainties in your organisation’s environment”.
Human resource management is system and practice process that influence employees’ behaviour, attitudes and performance, it relates to many aspects like company’s strategic, ethical issues, job analysis, man power planning, performance evaluation, training employees and finally it could influence the purpose of company (De Cieri, H., Kramer, R., Noe, R., Hollenbeck, J., Gerhart, B. and Wright, P. 2008). As human resource managers in this big service organisation,...

...EMPLOYEE TURNOVER: BAD ATTITUDE OR POOR MANAGEMENT?
NARESH KHATRI Assistant Professor Nanyang Business School Nanyang Technological University Mail Box: S3-B2-C-82 Singapore 639798 Phone: (65) 790-5679 Fax: (65) 791-3697 E-mail: ankhatri@ntu.edu.sg
PAWAN BUDHWAR Lecturer Cardiff Business School Cardiff University Aberconway Building Colum Drive Cardiff, CF1 3EU E-mail: budhwar@cardiff.ac.uk
CHONG TZE FERN Nanyang Business School Nanyang Technological University Singapore 639798 E-mail: p7515495z@ntu.edu.sg
EMPLOYEE TURNOVER: BAD ATTITUDE OR POOR MANAGEMENT?
Abstract
Employee turnover is giving sleepless nights to human resource managers in many countries in Asia. A widely-held belief in these countries is that employees have developed bad attitudes due to labor shortage. Employees are believed to job-hop for no reason or even for fun. Unfortunately, despite employee turnover being such a serious problem in Asia, there is dearth of studies investigating it; especially studies using a comprehensive set of causal variables are rare. In this study, we examined three sets of antecedents of turnover intention in companies in Singapore: demographic, controllable, and uncontrollable. Singapore companies provide an appropriate setting as their turnover rates are among the highest in Asia. Findings of the study suggest that the extent of controllable turnover is much...

...Managing Employee Retention and Turnover
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at the differences between retention and turnover, why employees stay, reasons why they leave, and what can be done to save them. We will also examine some external factors that will make employee retention and turnover reduction highest priorities for human resource professionals in the twenty-first century.
Basically, employee retention is measured by an employee's longevity with a company, and is the desired outcome of a company hiring workers it wants and needs. Many organizations find it more productive and profitable to redirect resources formerly allocated to recruiting, hiring, orienting, and training of new employees and use them instead toward employee...

...The Impact of Labor Turnover on The Performance of Egyptian Organizations in Private Sector and Factors Affecting Labor Turnover
Hossam El Farghaly & Omar Fouad
Abstract
The main purpose of this study is to analyze the factors affecting "Labor Turnover" phenomena and the impact of Labor Turnover on the performance of Egyptian organizations in private sector.
The research study is based on quantitative research methodology; the questionnaires were distributed in many organizations with many fields such as production, telecommunications, retail and banks. The measures for analysis are the factors affecting this phenomenon (company image, the pay satisfaction, nature of work, nature of peer group, peer self-comparison, internal career/growth opportunity, outside career opportunity, the degree of match between what was expected and what was achieved in the present job) and its impact on the performance of organizations.
It was found that Labor Turnover affects negatively the performance of organizations and the most important factors affecting turnover are; internal career/growth opportunity, the pay satisfaction, outside career opportunity and the degree of match between what was expected and what was achieved in the present job.
Introduction
Labor turnover is a term that is widely used by many human resource practitioners.
The term...

...their employer has eroded.
As a result of the degrading loyalty of staff of being with a single employer for the whole of his / her working life, hence the research topic “staff turnover in the banking industry and its impact on individual banks and the entire industry”.
The research is focused on the Gambian banking industry. A bank as we all know is a financial institution that does deficit-surplus polarization of funds or units of the economy. Therefore the conglomeration of these banks forms the banking industry.
Banking in the Gambia which evolved decades ago, has taken a new turn and dimension, as there is an influx of foreign banks into the country and along side with the globalization of banking products and services.
1.2 RESEARCH OBJECTIVES
The following were the objectives of this research:
To ascertain the causes of staff turnover in the banking industry
To determine the possible impact or to what extent individual banks are affected.
To determine the possible impact on the entire industry.
To determine the possible necessary actions to be taken to address / minimize the trend.
Suggest possible retention methods that could be adopted by banks.
1.3 BACKGROUND INFORMATION
The research is focused on the banking industry of the Gambia. Perhaps in Tunisia, staff turnover is not as high as in most West African countries. The reason being that there is a law restricting employees to change employer so...

...REVIEW ON TURNOVER RATES IN FINANCIAL SERVICE ORGANIZATION
Working in a very active financial institution in a country where citizens are eager for financial freedom and increased response and sensitivity of the financial sector to the yearnings of the medium, small and micro-scaled industries to stimulate economic growth and reduce hardship in a poverty stricken environment could be very tasking and demanding.
Not only that workers turnover rate is high, the extreme nature of this is taking its toll to an alarming extent. This can be evident both locally and regionally.
The wave of brain drain sweeping across Nigeria and other countries may have been taking its toll on the regional economy; a recent United Nations Development Programme (UNDP) has revealed that about $4 billion are being spent yearly by African countries to employ more than 150,000 expatriates to fill the gap created by brain drain yearly. The large exodus of qualified Africans is a huge burden on the African economy. Since 1990, Africa has been loosing 20,000 professionals yearly; more than 300,000 professionals reside outside Africa.
Similarly, monies spent in singular companies to conclude the hiring process of a new recruit as a result of the exit of the former staff and to conclude requisite training for the expected job is running into several millions of Naira for the average company, such funds would have ordinarily be channeled into filling more obvious gaps...

...﻿What Is Turnover?
When employees leave a company and have to be replaced, that's called turnover. A certain amount of turnover is unavoidable, but too much can ruin a company.
Some employees will always retire, move away, go back to school, or leave the workforce. This level of turnover is not only unavoidable, it can be beneficial. It brings new people into the organization with new ideas and a fresh perspective.
Types Of Turnover
The two general types of turnover are voluntary and involuntary. Voluntary turnover is when the employee chooses to leave for whatever reason. Involuntary turnover is caused by layoffs and similar actions whAs a general rule, voluntary turnover is the measure used to discuss and compare employers. It is the type most directly affected by the front line supervisors. Involuntary turnover, caused by layoffs, can be a long-term result of high levels of voluntary turnover. ere the decision for an employee to leave is made by the company and not the employee. What Is Turnover Rate
Turnover rate is a calculation of the number of employees who have left the company and it is expressed as a percentage of the total number of employees. Although turnover rate is usually calculated and reported as a percentage per year it can be for different periods.
How...